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If the employee is discharged in California, then the law requires all employers to provide any and all compensation due at the time of separation. The employee can file a wage claim for every day they don't receive a check after the time of separation.
A terminated employee must be paid final wages at the end of the next regular pay period. Employers must pay employees for accrued vacation if the employer has a policy or contract providing for it or has otherwise promised to pay it.
There is no general requirement that an employer provide an explanation for a discharge of an at-will employee. But Washington does require written notice of the reason for termination if the employee makes a written request. WAC 296-126-050.
Unless a contract states otherwise, nothing in California law requires employers to give employees severance pay. Terminated employees are guaranteed pay for the hours they have worked as well as any hours left within the required notice period for termination.
Generally, under Wash. Rev. Code § 49-48-010, an employer must issue a final paycheck to an employee who has been terminated on or before the next regularly scheduled pay date. Likewise, an employee who has quit his or her job is not entitled to a final paycheck until the next regularly scheduled pay date.
Even though Washington doesn't have a law requiring PTO payout at termination, employers might be responsible for paying out unused PTO to an employee who leaves the company. If there is a company policy or employment contract that requires it, an employer is required to pay unused PTO to a separating employee.
Even though Washington doesn't have a law requiring PTO payout at termination, employers might be responsible for paying out unused PTO to an employee who leaves the company. If there is a company policy or employment contract that requires it, an employer is required to pay unused PTO to a separating employee.
Washington is an at-will employment state. Businesses may fire any employee at any time, for any or no reason, as long as they are not violating any employee protection laws.